New York State Drug Testing Laws Workplace Drug Testing Issues – New York State Laws
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New York State Drug Testing Laws

Workplace Drug Testing Issues – New York State Laws

These categories do not affect DOT-regulated drug testing. Government employers should always call for potential additional restrictions on employee drug testing.

2021 Update – Recreational marijuana is now legal.

New York City has proposed a law prohibiting employers from conducting THC (marijuana) pre-employment drug testing. The law goes into effect May 9.2020. There are exemptions, including DOT testing and safety-sensitive positions.

2020 Update – Regardless of CDL license status – for-hire drivers are transporting ten or more people at a time to submit to mandatory pre-employment drug testing. This testing should comply with DOT regulations 49 CFR Part 40.

Workplace Drug Testing Laws in New York

Drug Testing Issue Status Comments
Instant or POCT Testing Restricted According to the NYS Department of Health, on-site testing facilities are subject to regulation under the state's clinical laboratory licensing law. Neither LabCorp nor Quest Diagnostics perform instant drug testing at their drug testing centers in New York State.
Drug Panels No restrictions
Laboratory Licensing requirements SAMHSA-certified laboratories are highly recommended.
Medical Review Officer (MRO) Required Drug testing results must be reported to an MRO before they can be released to the employer.
Random Testing, Reasonable Suspicion Testing No Restrictions
Post-Accident Testing No restrictions Follow a 'reasonable basis for requiring a post-accident drug test.
Oral Fluid Testing and Hair Testing No restrictions Laboratories must be licensed.
Unemployment Denial Yes, address in company policy. State in your drug-free workplace policy that a refusal to test or a positive test is misconduct. Terminate employment for misconduct.
Workers Comp Discount Yes, a discount is available. Drug and Alcohol Prevention Program requirements for Code Rule 60. Separate credits are provided for safety, return or work, and drug and alcohol prevention—maximum credits of 10% the first year and 6% after that.
Intoxication Defense Yes, denial of the claim is available. Provisions for Workers' Compensation Denial - Workers' Compensation Law §10 and §21
Medical Marijuana Yes Medical Marijuana Law (AB 6357) prohibits smoking marijuana. Employers may enforce a policy of prohibiting employees from performing employment duties while impaired by a controlled substance.
Recreational Marijuana Yes Effective March 31, 2021 - Revise drug-free workplace policies, use caution when terminating for a positive marijuana drug test.
Report Driver DOT Positives No
General Statute However, Code Rule 60 is a voluntary program that permits employers to put specific safety-related programs in place that qualify them for workers' compensation credits.

Workers Comp Discount – Code Rule 60

Intoxication Defense – States vary in their willingness to allow employers to use an injured worker's intoxication against a compensation claim. State laws' intoxication defenses generally fall into one of three rough categories: reasons that do not depend on causation; defenses that require some form of proximate causation between intoxication and injury; and defenses that require that intoxication be the sole cause of injury. Always check with your insurance company and attorney when you have a positive post-accident test after an injury.

This chart is intended for informational purposes only and should not be relied upon for legal guidance. State and local law vary greatly; therefore, you are advised to consult experienced legal counsel during the design of your actual substance abuse testing program and with any questions that follow.

View Individual State Law Summaries